FRANCE The

BELGIUM
The Occupational Immersion
Convention
It is the aim of the Occupational Immersion Convention
[Convention d’immersion professionnelle], by laying down a
minimal set of working conditions, to provide a legal framework for
those forms of placement within companies which do not conform
to any existing legal arrangements, and also to create a broader legal
framework for existing placements.
The term “occupational immersion” covers all placement practices
which have arisen spontaneously, and not corresponding to any
existing legal framework. Defined negatively, it relates to everything
that does not correspond to adequately regulated training at the
federal, regional, community or even sectoral level. Targeted by this
provision is every situation in which a person, as part of their
functions, acquires certain knowledge or skills with an employer,
while performing work for that employer. Some forms of training
are exempted from this arrangement, such as work done by a school
or university student for an employer as part of the training he/she
is undertaking within an educational establishment or training
organisation, provided that the total duration of that work does not
exceed 60 days; placements where the duration is explicitly fixed by
the competent authority within the framework of a course of study
leading to the awarding of a diploma; or placements preparing the
student to enter one of the professions or to provide an intellectual
service.
The agreement is formulated in a written statement for each trainee
individually, to be made, at the latest, at the point when the trainee
begins to implement the agreement.
The provisions of the Occupational Immersion Convention also
include the payment of an allowance. The amount of this shall not
be less than the allowance paid in the case of industrial
apprenticeships (from 372.20 euro per month for an apprentice aged
15 to 581.60 euro for an apprentice aged 21 or over).
While primarily undertaking to provide a minimum legal
framework for forms of placement that have arisen spontaneously,
it is also the aim of the convention to establish minimum legal
protection for all currently existing forms of in-company training,
without infringing the competences of the federal authorities. The
provisions of this second strand will not be applicable until
1 September 2004, in order to allow time for the Communities and
Regions to adopt the requisite measures.
The schemes established by, or as a result of, decrees, ordinances or
(sub-) sectoral collective labour agreements will have to meet
minimum requirements in terms of documentation and payment. In
terms of documentation, the schemes will have at least to state the
principle behind the placement, its duration, the procedures for
terminating the contract and the arrangements by which the
allowance will be paid. For apprentices of at least 18 years of age
who have completed their third year of training, the allowance may
not be less than one-third of the average monthly minimum wage.
This amount may be made up in part from social benefit payments.
UNITED KINGDOM
Work-focused Interviews
Placement & Vocational Guidance
Jobcentre Plus introduced a new single gateway to the benefit
system for all people of working age with a clear focus on work as
well as ensuring greater help for those who are unable to work.
The Work-focused Entry to the Benefit System is a service which
addresses the possibility of work as a means of support regardless
of the client group or benefit claimed. It embodies the principle of
“work for those who can and security for those who cannot”. It
promotes the benefits of work to all customers and does not confine
discussions about work to people claiming Jobseeker’s Allowance
(JSA). It is an inclusive, rather than exclusive, service and does not
pre-judge customers on the basis of benefits claimed.
Jobcentre Plus implements the JSA regime for unemployed
customers, and delivers work-focused interviews at the start of a
benefit claim and periodically thereafter for other customers. It
provides ongoing help towards work for customers such as lone
parents, carers and people with disabilities. It recognises that paid
work,for both individuals and families, is the most secure means of
averting poverty and dependence.
In delivering this work-focused service, Jobcentre Plus is helping to
forge an entirely new culture designed to help people to help
themselves.
Who gets a Work-focused Interview?
In Jobcentre Plus offices, everyone making a claim for one of the
benefits listed below should receive a Work-focused Interview
(WFI), carried out by a Personal Adviser, unless the requirement is
waived.
• Income Support
• Incapacity Benefit
• Severe Disablement Allowance
• Bereavement Benefit
• Invalid Care Allowance
Purpose of the Work-focused Interview
The WFI was introduced so that all customers of working age
benefits would have a responsibility to consider work as an option
before proceeding with their claims. The WFI is designed to
encourage non-Jobseekers into work if they are ready, or into a
voluntary New Deal or other provision to help them prepare for
work. Personal Advisers are trained to help the customer identify
their skills and capabilities and to tackle any barriers there may be
to moving towards work. The customer is encouraged to produce an
action plan to help them move towards work, even if that is a longterm
goal. Only the WFI itself is mandatory; any other action is
undertaken by the customer on a voluntary basis.
The WFI is not intended to be a punitive measure or a
discouragement to claiming benefit. It is a mechanism to help
people who might otherwise not have done so think about work
options, and receive information about help available.
For those who cannot consider work immediately, perhaps because
they are too ill or have heavy caring responsibilities, the WFI is
intended to be a link with the labour market and to help them plan
for a return to work in the future.
Spring 2003 | European Employment Observatory Review 27